Organizational Culture - Report Example

Running Head: Organizational Culture Organizational Culture Customer’s Name Customer’s Course: Tutor’s Name: July 30th, 2012. Introduction Globalization has brought about numerous opportunities for expansion, growth, image building as well as profit maximization in almost every organization that is operating in the modern day business world. Globalization has also resulted in the emergence of severe threats to the survival of most organizations. In response to this organizations have been in search of suitable strategies which would offer them a way to survive, grow and perform better than their competitors in the market. A critical aspect to gaining a competitive advantage over the other companies is the development and a clear understanding of organizational culture which advances through an interactive association with global trends. It is widely accepted that different organizations will tend to have distinctive cultures. Through an observance of their traditions, structure and history, organizations tend to come up with their own culture. Culture offers an organization a sense of distinctiveness of who they are, what they stand for and what they do as compared to other organizations. Organizational culture There ought to be a basic definition of the term organizational culture so as to offer a point of departure in the expedition for the understanding of the phenomenon which that is organizational culture. Various authors have offered various definitions of the term organizational culture, even though all of the most extensively established ones are alike and they tend to deal with the similar aspects all through. Organizational culture is commonly used to refer general culture that exists in an organization or a company and it is also commonly referred to as the corporate culture. Some authors use the two words interchangeably. One of the major definition of organizational culture is that of Gareth Morgan, he refers organizational culture to the a set of beliefs, norms, and values which are then coupled with symbols for examples dramatized events in the organization as well as personalities, that symbolize a unique character of an organization or company and offer the background for action in it and by it. Another commonly accepted definition of the term organizational culture is the one of Martins and Martin they define it as a system of shared meaning that is held by members and it helps in distinguishing the organization from the others. In relation to the above definition of organizational culture, Arnold (2005, p 625) defines organizational culture as the distinctive beliefs, principles, norms and behavior within the organization that are combined together to give each and every organization its distinct character from the others. The above two definitions have the idea that organizational culture is used to distinguish one organization from one another, hence, organizational culture is to an organization what character is to an individual person (Johnson, 1990). Another commonly accepted definition of organizational culture is that of Edgar Schein, according to him organizational culture is the termed as a pattern of shared basic suppositions that were learnt by an organization when they were solving particular problems and that suppositions worked well enough for them and they considered them as valid, the suppositions were passed on to new members within the group and organization as the correct way they ought to think, perceive and feel in relation to the problems and thus they became part of the organization. In relation to Schein’s definition of organizational culture, Brown (1998, p 9) describes organizational culture as the values, pattern of common beliefs and the learned ways of handling experience that have been developed slowly since the start up of the organization and which over time tend to be manifested in the organizations material arrangements as well as in the behaviors of the members of the organization. The definition offered by Brown (1998) suggests that organizational culture is usually articulated in an organization so as to shape the way in which the all members in the organization behave. At times the pattern of norms, beliefs, values, principles, attitudes and assumptions may be in unwritten or non-verbalized behavior that depicts how things are done in the organization so as to give the organization a particular unique culture from the others. To sum it up organizational culture can therefore be termed as the distinctive constellation of work styles, beliefs; values as well as relationships that distinguish an organization from the others. Thus organizational culture is said to comprise all those qualities of a certain organization that gives a particular feel or climate. Hence as a result the discrete qualities of the organizations are depicted through the power, support role as well as achievement (Harrison, 1993). How organizational culture is expressed within organizations Organizational culture is expressed across different aspect of the organizations operations. Different organizations will tend to express their cultures in various different ways. Some of the major ways in which they express their culture is through artefacts, language, and behavior pattern, norms of behavior, dress code, symbols and symbolic actions, believes values and attitudes, history and basic assumption. Each of the above aspects will be discussed so as to show how they assist in the expression if organizational culture. Organizations need to express their culture in the most efficient way so as to obtain a competitive advantage over the others and for it to operate efficiently and effectively. Artefacts This is seen as major aspects that are used to express an organizations culture. Artifacts refer to the total socially as well as physically constructed environment within an organization. The most common artefacts in organizations include but are not limited to the procedures, systems, office space and rules. The procedures, rules, office space and systems within organization differ, thus they depict the organizational culture in a particular organization. The rules that are followed in one organization to another differ (Schein, 1996). An organization culture may be depicted based on the office space while some offices use open office does not and the procedures differ from one organization to another. Also the interior design of organizations also depicts the organizational culture that is been followed in that particular organization. Thus the artefacts in an organization strongly depict the organizational culture of a particular organization. Communication and Language Language in this case refers to how a certain organisations comprehend its world. It serves as a core aspect in the organization. Certain organizations have certain communications that are only understood by the employees. Different organizations communicate in various different ways and the language in an organization is seen as an expression of the organizational culture that exists in that organization. Communication is sees as a means by which individual are linked together and also how they function in the aim of achieving the common goal. Some common examples of language used include, myths, jokes, stories, metaphors and legends. The employees in certain organizations may be more inclined to the use of metaphors, jokes as well as myths, thus this language form a basis of that organizations culture (Lesikar, 2000). Language and communication are seen as been major conveyers of the organizational culture. Behavior pattern The behavior pattern within an organization refers to the recurring patterns of behavior that members of the organization adhere to and they serve as a feature of that particular organizations life. The behavior patterns in one organization are not similar with the behavior patterns of another organization, thus an employee moving from one organization to another will have to have a change in behavior pattern. They behaviors patterns include aspects such as an organizational celebrations, ceremonies, rites as well as rituals. An employee joining a new organization will find that the employees place great value on the organization celebrations, rituals and ceremonies and over time the new employees will adopt and adhere the organizations behavior pattern, thus it is evident that the behavior pattern in an organizations serves as an expression of the organizations culture. Norms of behavior The norms of behavior differ from one organization to another. For example what might be termed as a correct norm of behavior in one organization may be wrong in another organization when the norms of behavior express a certain organization culture. Norms of behavior within the organization refer to the rules that govern the behavior within the organization and it outlines what is though as appropriate behavior within an organization and what is thought as been inappropriate responses from the employee depending on the circumstance. For example in some organization an employee cannot talk directly to the manager and in instances when he wants to do so he must first consult the immediate supervisor. The norms of behavior are developed over time as members of the organization discuss with each other in the aim of reaching a consensus on how to tackle various organizational issues that may have arisen in the organization. Thus over time certain behavior are accepted as the only acceptable norms of behavior within the organization and all member of the organization are supposed to adhere to the norms of behavior thus they end up been parts of that organizations culture. Symbols and symbolic actions A number of organizations use symbols which are later coupled with various symbolic actions so as to depict their organizational culture. Symbols at times convey powerful meanings; they represent the underlying values, assumptions, philosophies as well as expectations of particular organizations. Symbols act as the visible and physical manifestations of an organization as well as indicators of the organizational life at a certain organization. The symbols may include words, acts, characteristic of an organization and object s and they may mean something to that particular organization and to its members. The most typical symbols that are common in the modern day organizations include their products, policies as well as corporate logos. Organizations ought to find a clear connection between the organizational values and the symbols they use so as to offer a clear understanding of both the symbol been used and the organizational culture (pondy, Frost, Morgan & Dandridge, 1983, Schein 1990). Beliefs, values and attitudes An organization values are closely connected to the organizations moral conducts and the ethical codes, the values within the organization determines what they people belief as the right thing to do when faced by a certain circumstance. Attitudes on the other hand tend to connect both the beliefs and values with the feelings, thus they may be termed as a common predisposition to react consistently in both a favorable manner and unfavorable manner. Beliefs is said to refer to what people within the organization think. With the common belief that certain business aspects need to be conducted in a certain way the values, beliefs and attitudes of the employees in the organization act as an expression of the organization culture. History An organizations culture is mostly understood to be a product of its historical process. Since its inception, the processes, the way organizations handle certain issues lead to the development of the organizations culture. History is seen as major expression of the organization culture in that through it ,the incoming employees are able to view what the other employees are doing or performing their duties and thus they will end up doing their duties as well as performing their activities based on what the other are doing. Thus through its historical aspect an organization culture is ultimately expressed. Basic assumptions They are used to refer to the taken for granted solution to an identifiable problem. The basic assumption within organizations assist the members within the organization in terms of their perception, emotions and feelings related to various aspects within the organization. Thus assumptions at times reflects the shared values of an organization, the values are mostly ill defined and at times they may not be visible to the members of that culture. General organizations incorporate both the needs of the members and an awareness of the assets of color in everything that they do. An aspect that is not left out in their core values is the fact that they have a belief that each member of the organization can make a powerful contribution to the organizations wellbeing. Based on these the magnitude in which the organizations basic assumptions comprise a commitment to the inclusiveness is a major building block to the organizations culture. Thus through the basic assumptions that an organization belief in, the organizational culture is depicted. Dress codes Another common expression of an organizational culture is through the organizations dress codes. Dress codes as commonly termed as the written or the unwritten rules in an organization in regard to the member clothing. The dressing of an individual’s like any other aspect of individual’s physical appearance has a social significance, with certain rules as well as expectations being applicable based on the occasion. A number of organizations tend to have certain dress codes that the members are suppose to wear when they are on duty and when attending organizational functions. For example in certain organization the members are supposed to wear casual ware throughout the working days while in other organizations the employees are not supposed to wear casual ware. In this case the dress code of certain organizations depicts the organizations culture of that organization. Power structures This is another aspect that is used by various organizations to express their organizational culture. Power structure is viewed as a system to settle on who can decide and the periods of time that there decision are valid and who are supposed to comply with their decisions. The most common power structures include democracy, monarchy and dictatorship. In reference to this a certain organizations can be using a democratic powers structure while another one can be suing a dictatorship one. Different organizations in different industries have various power structures and the power structures that are used in a certain organizations have an influence onto the organizations culture and thus through the style been used the organization culture will be expressed. Conclusion Based on the above discussion a clear and concise definition of organizational cultures ought to include concepts such as common values, associations, beliefs and work styles that a certain organization that distinguish an organization from the other organizations. Different organizations expresses their organizational cultures in various ways such as the dress code, communication and language, behavior pattern, value, beliefs and norms. Therefore organizations should aim at having the best organizational culture so as to be competitive in the market. Organizations should therefore strive to express their organizational culture in the most efficient way and aspects that do not seem to fit in the organizational culture can also be done away with. References Arnold, J. (2005). Work Psychology: Understanding Human Behaviour in the Workplace, 4th edition. London: Prentice Hall Financial Times Brown, A. (1998). Organizational Culture, 2nd edition. London: Financial Times Pitman Publishing. Harrison, R. (1993). Diagnosing Organizational Culture: Trainer’s Manual. Amsterdam: Pfeiffer & Company. Johnson, G. (1990). ‘Managing strategic change: the role of symbolic action’, British Journal of Management, 1(1): 183–200. Lesikar, R.V. (2000) Business communication. In Stoner, J.A. (Ed.) Management. 6th ed. New Delhi: Prentice-Hall. Martins, N. & Martins, E. (2003). ‘Organizational culture’, In Robbins, S.P., Odendaal A. & Roodt, G. (eds), Organizational Behaviour: Global and Southern African Perspectives. Cape Town: Pearson Education South Africa. Morgan, G. (1998). Images of organization: The executive edition. Thousand Oaks, CA: Sage Publications Inc. Pondy, L frost, P Morgan, G & Dandridge, T (1983). Organizational symbolism. Greenwich, JAI press. Schein, E. H. (1996). Three cultures of management: The key to organizational learning. Sloan Management Review, 38(1), 9. Schein, E. H. (2004). Organizational culture and leadership 3rd ed. San Francisco, CA: Jossey-Bass Publishers Read More